In the field of leadership, Daniel Goleman, renowned psychologist and writer, has developed six fundamental leadership models that have been widely studied and applied in the business and organizational field. These models are based on the emotional and social competencies that a leader must possess to guide their team effectively and obtain positive results. Next, we will explore the six leadership models according to Daniel Goleman and their relevance in the current context.
1. Coercive leadership
The first leadership model proposed by Goleman is coercive leadership. In this approach, the leader focuses on giving clear and precise orders, expecting them to be carried out without question. It is based on control and authority, and can be effective in crisis or emergency situations where rapid decision-making is required. However, this leadership style can generate resistance in team members and limit creativity and autonomy.
Key characteristics:
- Emphasis on control and authority .
- Clear and directive orders.
- Short-term results.
2. Results-oriented leadership
The second leadership model, results-oriented leadership, focuses on setting clear goals and pursuing excellence and achieving objectives. In this approach, the leader motivates his team to achieve outstanding results and encourages competitiveness and performance. However, this leadership style can place stress and pressure on team members if not properly balanced with emotional well-being.
Key Features:
- Goal Setting clear.
- Focus on excellence and achievement of objectives.
- Competitiveness and performance.
3. Affiliative Leadership
Affiliative leadership is based on creating strong relationships and fostering a collaborative and motivating work environment. In this model, the leader prioritizes the emotional well-being of his team and is concerned with building personal connections. Affiliative leadership fosters cohesion, trust and a sense of belonging in the team, which can generate a positive work environment and promote cooperation among members.
Key characteristics:
- Creation of strong relationships.
- Collaborative and motivating environment.
- Focus on the emotional well-being of team members.
4. Democratic leadership
Democratic leadership is characterized by participation and consensual decision-making within the team. In this approach, the leader values the opinions and contributions of all members, encouraging autonomy and creativity. Democratic leadership promotes transparency and open communication, which can generate a sense of ownership and commitment in employees. However, this leadership style can be slow in decision-making compared to other more authoritarian models.
Key characteristics:
- Participation and consensual decision-making.
- Valuation of the opinions of team members.
- Promotion of autonomy and creativity.
5. Visionary Leadership
Visionary leadership focuses on inspiring and communicating an attractive and motivating vision that guides the team's actions toward a desired future. In this model, the leader convincingly communicates strategic direction and stimulates creativity and innovation. Visionary leadership can generate a sense of shared purpose and motivate team members to achieve challenging and meaningful goals.
Key characteristics:
- Inspiration and communication of a vision attractive.
- Stimulation of creativity and innovation.
- Generation of a sense of shared purpose.
6. Coach leadership
The latest leadership model proposed by Goleman is coach leadership, which focuses on the personal and professional development of team members through feedback and continuous support. In this approach, the leader acts as a mentor, guiding and motivating his or her employees to reach their full potential. The leadership coach encourages individual learning and growth, which can generate a climate of trust and collaboration in the team.
Key characteristics:
- Personal and professional development of team members.
- Continuous feedback and support.
- Promotion of individual learning and growth.
In conclusion, the six models of Leadership proposed by Daniel Goleman offer a wide range of approaches that can be adapted to different contexts and organizational situations. Each model presents its own advantages and challenges, and the choice of the most appropriate leadership style will depend on the nature of the task, the team and the objectives to be achieved. The combination of these models can be effective in leading teams comprehensively and obtaining exceptional results.